Consultant matching system and method for selecting candidates from a candidate pool by adjusting skill values

ABSTRACT

An apparatus, system and method selects a candidate from a pool of candidates to fill a position based on the skills held by the candidate, the skills desired for the position and the priority of the skills for the position. Pre-defined lists of skills are used to develop detailed profiles of the candidates and the positions to be filled for better matching. To compare and rank candidates, adjusted skills scores are used which are limited by the priority of the skill for the position, yielding best-fit matches.

FIELD OF THE INVENTION

The present invention relates generally to a method and system forselecting a candidate from a pool of candidates to fill a position andmore particularly to a computer-hosted method and system for generatingand storing profiles of candidates based on skills and experience,generating and storing a skills profile for a position to be filled,adjusting the skills profile of candidates based on levels of skillsneeded, and comparing candidates based on their adjusted profiles.

BACKGROUND OF THE INVENTION

A number of web sites exist for matching job candidates to jobs orpositions. These systems collect resume data from candidates and a jobdescription from an employer. These services provide rudimentarymatching that yields a high percentage of “matches” that are notnecessarily qualified, or are overqualified, for given positions. Whathas been needed is a more sophisticated method and system for collectingdata from candidates about their skills and data from employers abouttheir needs. What has further been needed is a more finely tuned systemand method of matching candidates to positions.

SUMMARY OF THE INVENTION

The apparatus, system and method of the present invention yield highlycompatible matches that should be satisfying for both employers andemployees. Employers will find candidates who possess the skills theyneed at the level required for the position. Candidates can step intothese positions confident that they are qualified and that theirknowledge and experience are valued. Further, this system and methodproduce conservation of skills: because employers are able to selectcandidates that “just fit” instead of those with the highest scores,jobs and positions can be staffed such that skills are not wasted wherethey are not needed. This leaves a more valuable pool of candidates fromwhich to select for subsequent positions.

BRIEF DESCRIPTION OF THE DRAWINGS

An exemplary version of an apparatus, system and method for selecting acandidate from a pool of candidates for a position that an employerseeks to fill is shown in the figures wherein like reference numeralsrefer to equivalent structure or steps throughout, and wherein:

FIG. 1a is a schematic representation of an apparatus, system and methodaccording to the present invention;

FIG. 1b shows exemplary hardware for implementing the apparatus, systemand method of FIG. 1;

FIG. 1c is a schematic illustration of an apparatus, system and methodaccording to the present invention;

FIG. 2 is a flow chart illustrating the data gathering and verifyingphase of the system and method according to the present invention;

FIG. 3 is a flow chart illustrating the data matching phase of thesystem and method according to the present invention;

FIG. 4 is a flow chart illustrating a feedback process of the system andmethod according to the present invention;

FIG. 5 is an exemplary table for receiving and displaying datapertaining to a candidate's technical skills for use with the system andmethod of the present invention;

FIG. 6 is an exemplary table for receiving and displaying datapertaining to a candidate's industry experience for use with the systemand method of the present invention;

FIG. 7 is an exemplary table for receiving and displaying datapertaining to a candidate's communication skills for use with the systemand method of the present invention;

FIG. 8 is an exemplary table for receiving and displaying datapertaining to a candidate's project experience for use with the systemand method of the present invention;

FIG. 9 is an exemplary table for receiving and displaying datapertaining to the skill level required for one or more skills needed fora position to be filled for use with the system and method of thepresent invention;

FIG. 10 is an exemplary table for displaying information used to computethe maximum possible score for a given position for use with the systemand method of the present invention;

FIG. 11a is an exemplary table for displaying scores of a plurality ofcandidates for use with the system and method of the present invention;and

FIG. 11b is an exemplary table for displaying adjusted scores of aplurality of candidates for use with the system and method of thepresent invention.

DETAILED DESCRIPTION OF PREFERRED EMBODIMENT(S)

An apparatus, method and system for finding and selecting a qualifiedcandidate to fill a position is described. For purposes of illustration,the invention is described in the context of finding InformationTechnology (IT) professionals to fill contract positions in IT, but itwill be understood that the system and method of the present inventioncan be applied in a variety of contexts.

The apparatus, system and method of the present invention use relationaldatabases or database files to store, sort, search, and otherwise “mine”stored data. Examples of suitable database software that is commerciallyavailable include: Oracle, Access (made by Microsoft) and Filemaker Pro.In addition, the apparatus, system and method of the present inventioncan be implemented through the use of custom relationship databaseprograms or software.

As illustrated in FIG. 1a, one or more employers, exemplified byreference numerals 1 a, 1 b, 1 c, having one or more positions to befilled provide data regarding the skills desired (“needs”), the skilllevel or experience needed for desired skills for the position, and theimportance or priority of that skill for the position. This “needs” data5 is stored in a first storage medium 10. Independently, one or morepeople or “candidates” seeking positions, exemplified by referencenumerals 12 a, 12 b, 12 c, enter data regarding the skills they possessand the level of those skills. This “skills” data 15 is stored in astorage medium that is the same as, or is in data communication with,the first storage medium. The needs data and the skills data are storedon the storage medium in a relational database. Preferably, a systemcoordinator manages the database.

The apparatus, system and method of the present invention can beaccomplished with a variety of hardware arrangements. A preferredarrangement 20 is illustrated in FIG. 1b. Employers 1 using PCs 21 a-cand candidates 12 using PCs 22 a-c are data connected to a server 25 towhich data is supplied and retrieved by a file server 30 on which isstored a relational database 32. From the PCs 21, employers are able toenter needs data into the database 32. From the PCs 22, candidates areable to enter skills data into the database 32. Suitable graphicalinterfaces facilitate the candidates' and employers' ability to easilyenter and view data.

The system incorporates security features that preclude one candidatefrom altering data entered by another candidate. Similarly, the systemprecludes one employer from altering data entered by another employer.

In a preferred embodiment, data connections 35 are made via theInternet. Alternative hardware configurations may be used to facilitatethe device, method and system of the present invention. For example, thedatabase may be stored as part of the file server 30 or may be aseparate component communicating with the file server 30. Furtherexamples of alternative hardware or hardware/software configurationsinclude phone/voice-menu, hardwire Any hardware or hardware/softwareconfiguration that allows for data exchange can be used for this systemand method.

As illustrated broadly in FIG. 1c, the apparatus, system and method ofthe present invention provide appropriate user interfaces 51, 52, 53 forthe various users of the system. In a preferred embodiment one interface52 is provided for the candidates, another and different interface 53 isprovided for employers and another and different interface 51 isprovided for experts who will provide third-party evaluations of thecandidates as will be described below. In addition, yet anotherinterface, not illustrated, may be added for the administrator of thesystem. In a preferred embodiment, these interfaces 51, 52, 53 areaccessible to users through the internet browser. Further, in apreferred embodiment, data is exchanged between the users and a server55 through the internet 60. The server 55 carries or is able to accessone or more databases 65 which store and process data about thecandidates and the positions to be filled. Several processes areperformed by the server or another computer, including gathering andinterrogating data from candidates 67, gathering and interrogating datafrom employers about positions to be filled 68, and then searching thedatabase to find and rank candidates whose qualifications suit the needsof the positions to be filled 69.

The flow charts of FIGS. 2-4 illustrate a preferred method and system.More specifically, FIG. 2 illustrates a process 100 for gathering andstoring needs data and skills data. FIG. 3 illustrates a process 200 foridentifying the best qualified candidates for a position. FIG. 4illustrates a process 300 for gathering feedback from employers andcandidates and adjusting employers' needs data and candidates' skillsdata accordingly.

Data Gathering and Verification Phase

A candidate seeking a consulting or employment position visits the website hosting the system. By identifying him/herself, the candidate isallowed to access, alter or author data in a record associated withhim/herself. The candidate proceeds through a series of windows to fillin several tables or worksheets (FIGS. 5-8) with the skills that thecandidate has and the level of skill he/she has for each skill. Thesesteps are illustrated at reference numerals 101-105, and may beconducted in any order or sequence.

In step 101, the candidate enters the data illustrated in the “TechnicalSkill Evaluation” table 110 of FIG. 5. Technical skill table 110 has acolumn 115 identifying technical skills or tools, organized intoappropriate categories. In this illustration for the world ofinformation technology professionals, technical categories 120 include“hardware” 121, “operating systems” 122, “languages” 123, “applications”124 and “others” 125 such as “testing, architecture, tools,methodologies, certifications, databases” and the like. Under each skillcategory heading are a number of rows for receiving or selectingspecific skills or tools from a pre-defined list of skills and tools.For example, under Operating System, in column 115, the candidate mightenter “DOS” and “Windows 2000”.

The technical skills table 110 further includes a column 130 for thenumber of years the candidate has been developing the specified skillsor using the specified tool. The next column 140 in table 110, is forthe skill level that the candidate believes he/she possesses for thespecified skill (i.e. “self-assessed skill level”). The candidateselects the appropriate skill level from a list of pre-defined skilllevels. The last column 150 of the table 110 embodiment illustrated inFIG. 5 is for assessment by a third party of the candidate's skills. Anauxiliary information table 152 lists the pre-defined skill levels fromwhich the candidate can choose and is preferably available or visiblefor the candidate's reference as he/she completes table 110. Theauxiliary table 152 correlates a numerical value with described specificskill or experience levels. The table 152 illustrated in FIG. 5 showsfour exemplary pre-defined skill levels are used: “novice”, “limited”,“experienced” and “expert”.

Auxiliary table 152, and other auxiliary tables described below, arepreferably available to the user for reference while he/she is fillingin the main table that it accompanies. This auxiliary table, and theseveral auxiliary tables described throughout this description, may beshown next to the main table, or by providing drop-down or pop-up menusor the like to display the auxiliary table.

In the next step 102 ,illustrated in FIG. 2, the candidate entersindustry or business skills in the industry skills evaluation table 155illustrated in FIG. 6. Table 155 includes a first column 156 in whichthe candidate identifies industries in which he/she has experience. Thesecond column 157 is for the role that the candidate played when workingwithin the specified industry. Preferably, the candidate chooses a rolefrom a list of pre-defined roles. Columns 159, 160 are for self-assessedskill level and third party-assessed skill level, respectively. Theskill levels are preferably chosen from a list of pre-defined skilllevels. The table 155 has a number of rows 161 to accommodate a list ofmultiple industries in which the candidate has experience. Two auxiliaryinformation tables 162, 163 are preferably available for the candidate'sreference as he/she completes table 155. The auxiliary table 162 listspre-defined skill levels and correlates a numerical value with describedspecific skill or experience levels. The table 162 illustrated in FIG. 6shows an exemplary list of skill levels including: “worked in theindustry”, “used industry-specific applications”, “developed/implementedindustry specific applications” and “designed/customizedindustry-specific applications”. Auxiliary table 163 shows a pre-definedlist of roles for the candidate to choose from.

In the next step 103 illustrated in FIG. 2, the candidate entersinformation about his/her communication and project leadership skills inthe evaluation table 165 illustrated in FIG. 7. Table 165 includes acolumn 166 listing various communication and project leadership skills.Columns 168, 169 are for self-assessed skill level and thirdparty-assessed skill level, respectively. Preferably, the skill levelsfor columns 168, 169 are selected from a list of pre-defined skilllevels. Auxiliary table 170 shows a pre-defined list of skill levels forthe candidate and the third-party assessor to choose from and correlatesthe skill levels to a numerical value. Preferably, auxiliary table 170is available to or visible as the candidate or third-party assessorenters the skill levels 168, 169.

In step 104 illustrated in FIG. 2, the candidate enters projectexperience in the project experience evaluation table 172 illustrated inFIG. 8. Table 172 includes a column 173 which lists phases of typicalinformation technology projects from requirement gathering tomaintenance. For this table 172, the skill levels are in the form of thelength of the project. Columns 176 allow the user to identify his/herlength of involvement in project phases for his/her more recentprojects. The user may leave blank phases in which he/she was notinvolved.

After the candidate has entered his/her skills date, the system“cross-validates” to make sure that the information the candidate hasentered makes sense. It confirms that the amount of experienceidentified in one area is congruous with the amount of experienceidentified in a related area. If the system identifies incongruities, itqueries the user as to whether the incongruous data should be modified.In addition, the system and method displays to the user the informationentered by the user and invites the user to confirm or modify the data.

For each of tables 110, 155, 165, and 172, the third-party-assessedskill level is determined by an evaluation method such as an interviewor testing, illustrated as step 180 in FIG. 2. In a preferredembodiment, the self-assessed scores will be compared to thethird-party-assessed scores and, if there is a significant differencebetween the two, the third-party assessment will be repeated todetermine if the first third-party assessment was in error.

The candidate's skills data is stored in a storage medium 182 inassociation with identifying information for the candidate. The thirdparty assessment of the candidate's skill is similarly stored such thatfor each candidate and each skill both the self-assessed and the thirdparty assessed skill levels are stored.

The method and system also includes the gathering of preference data forthe candidate. For example, the preference data may include the dates ofthe candidate's availability, a list of one or more companies that thecandidate does not wish to work for, a preferred geographic region ofemployment, the candidate's willingness to travel, the number of days orhours per week that the candidate wishes to work, and so forth.

The method and system also preferably includes a process to distinguishactive candidates from inactive or unavailable candidates. For example,if a candidate accepts a position for an unspecified or ill-defined timeperiod, that candidate is no longer available, and would be put onunavailable status. Of course, candidates may take positions that theyfound through other channels or may take vacations that also would makethem unavailable. Preferably the system includes a check-in process bywhich a candidate will periodically, such as weekly, enter the systemand indicate whether he/she is presently available to accept a position.Those candidates who do not make their periodic check-in for an extendedperiod will automatically have their status changed to “inactive”. Thesystem can preferably generate reminders, such as via email, tocandidates to make their periodic check-in.

Independently and in parallel, employers seeking to fill positions areentering data regarding the needs for the position. First, an employeridentifies or selects skills that are desired for the position, asindicated at step 185, and then assigns to each selected skill a skilllevel or experience desired 191 and the importance or priority of thatskill 192. FIG. 9 illustrates a “requirements” or “needs” table 186 forreceiving such data. Table 186 includes a column 187 in which theemployer identifies skills and tools desired for a position. The nextcolumn 188 identifies the minimum level of experience the position cantolerate. The next column 189 is for the importance of the skill desiredfor the specified position. Preferably, the importance of a skill may bechosen from a list of pre-defined values. In the illustrated example,the values used are “core strength”, “experienced” and “beneficial”, butit will be understood that these word labels can be altered within thespirit of this invention. Further, more or fewer pre-defined values maybe used. The table 186 has a number of rows 190 to accommodate a list ofmultiple skills desired for the position. Preferably the skills areorganized into categories, such as hardware, operating systems,languages, written skills, verbal skills, project leadership and projectexperience.

In an alternate embodiment, the system and method use artificialintelligence to query the employer about the employer's needs for aposition. For example, if the employer indicates that a core strengthfor the position is in the area of graphical interface design, then thesystem recognizes that this project is in its early stages ofdevelopment and proceeds to probe further with questions that areappropriate for such a project, such as methodology being used, industryknowledge and related technologies. A branching method is used by thesystem to access appropriate follow-up questions in light of informationprovided in earlier steps by the employer. This artificial intelligencemethod offers advantage because it assists employers in defining whatthey need for a particular position. An employer might not haverecognized all of the skills they needed for a position, until they areprompted by the system.

Regardless of the method or system used to solicit the needs informationfrom the employers, a numerical value is assigned to the pre-definedlist of levels of importance and this is used as a maximum score as willbe described below with reference to the data matching phase of thesystem and method. The table 192 illustrated in FIG. 10 is an example ofthe profile an employer might generate for a position. Table 192 hascolumns listing: categories of skills/experience 193; skills 194; thepriority 195 (“core”, “experienced”, or “beneficial”) of the listedskills; the minimum experience required 196; and the maximum numericalscore 197 which correlates with the priority 195.

The example of FIG. 10 shows that Smalltalk language, Design Documentsexperience and experience in Requirements Gathering are “corestrengths”. “NT”, “client server” architecture and experience in theanalysis phase of a project as “experienced”. “Method 1” methodology andexperience in the airline industry would be “beneficial” for the job.This table also shows a total possible score 198 that is the sum of themaximum scores for each skill. This score is divided into 100 to obtaina normalization factor 199 to be used later in the matching phase.

In addition to skills information for a position, the position profilemay also include additional parameters that the company uses to makehiring decisions. For example, many companies have prohibitions againsthiring an employee for a contract position within a specified periodafter employment. To easily accommodate the incorporation of these kindsof parameters, the system and method includes a file or database foreach employer that includes such global rules or preferences. Thisemployer database is related to the position database or file, such thatthe positions database can access and use the information stored in theemployer database for every position offered by a given employer.

The needs data entered by the employer for the position is stored 182 ina storage medium that may be the same as, or in data communication with,the storage medium in which the candidates' skills data is stored.

Data Matching Phase

The next phase of the method and system is illustrated by the flow chartof FIG. 3. Through automated data processing by a computing device, thecandidates' records are searched 205 to find a sub-pool of candidatesthat possess the skills listed by the employer as desired for theposition. A preferred method of finding this sub-pool involves searchingall candidate records to find those that possess some threshold level ofexperience in the “core strengths” (i.e. those skills that are of thehighest priority) for a position. Preferably this step of establishingthe sub-pool also involves comparison of the candidate's preference datato the position data, and comparison of the company's global hiringrules or preferences to weed out any candidates that are not available,would not be interested in the position and/or do not meet the company'sgeneral hiring criteria (e.g. the candidate has been an employeerecently and therefore cannot be offered a contract position).

The search will only return those candidates whose skills profilesmatches or exceeds specified criteria. In a preferred embodiment, thecandidates must have scores for their “core strength” skills that areadequately high, i.e. equal to or above the minimum defined by theadministrator. Preferably, the third-party assessed skill levels areused.

This search for a sub-pool may generate too many or too few candidatesand therefore a preferred embodiment of the system includes one or morefeedback processes to accommodate such a situation. FIG. 4 illustrates afeedback process 220, that counts the number of candidates in thesub-pool and allows for modifications to yield a smaller or largersub-pool. Specifically, after an employer has entered their needs data,the system searches the candidate records and counts the number ofcandidates who have the skills and skill levels to fit the needsprofile. If the number is too small 230, the system conducts the searchagain 235 based on the self-assessed skill levels.

If the number in this sub-pool is still relatively large 240, theemployer is given the option 245 to modify the needs profile such thatit is likely to yield a smaller sub-pool. For example, the employer mayraise the level of skill required for a skill, add skills to the list,and/or raise the level of importance of a skill. Conversely, if thesub-pool is relatively small, the employer can adjust the needs profileto yield a larger sub-pool.

Once a sub-pool of satisfactory size is identified, the next task is todetermine which of the adequate candidates has skills and experiencethat most closely match what is needed or desired for a position. Thisis step 250 in FIG. 3. For each skill, the candidate's score is compared250 to the maximum score needed by the employer. If the candidate'sscore exceeds the maximum score requested for a skill, then the systemgenerates an adjusted score for that candidate for that skill thatequals the maximum scored needed by the employer 255, 256. If thecandidate's score does not exceed the maximum score for that skill, thenthe adjusted score for that skill equals the actual score. The adjustedscore is stored 257; the candidate's actual score is not over-writtenand remains in the storage medium database. Preferably, the adjustedscores are stored only temporarily as candidates are evaluated for aparticular position. Each candidate's adjusted skill scores are addedtogether 258 to yield a total that is used to compare candidates 260.This information is provided to the employer who then selects 261 acandidate for the position or job.

The efficacy of this system and method is illustrated in the example ofFIGS. 11a and 11 b. FIG. 11a shows the candidates' actual skill scores;FIG. 11b shows the candidates' adjusted skill scores. Candidate 1 has ascore of 10 for the skill of NT Hardware. This skill is only a“experienced” and not a “core strength” for the position that theemployer is seeking to fill, and therefore the maximum score for thisskill is a 5. Therefore, as shown in FIG. 11b, Candidate 1's score forHardware-NT has been adjusted to equal that maximum: five. Thiscomparison and adjustment is made for each candidate in this sub-poolfor each skill.

As illustrated in FIG. 11a, using the candidates' actual scores,Candidate 5 scores the highest with a total of 65. Candidate 2 is tiedfor second place with Candidate 3 with a total score of 52. However,Candidate 5 is racking up points with significant experience in skillsthat are not needed for this position. Candidate 5 gets 10 points forhis/her experience with Methodology Method 1, but he/she has lessSmalltalk experience than the employer requested. Methodology Method 1is merely “beneficial” to the employer for this position; in contrast,Smalltalk is a core strength. If the employer hired Candidate No. 5, theemployer would get someone who was not adequate for the position eventhough he/she had a relatively high score for the aggregate of theskills desired. FIG. 11b shows adjusted scores and Candidate 2 has thehighest adjusted score of 46. Candidate 2 meets the employer's needs forthe skills that are of greatest importance for the position, i.e. thoseskills that are identified as “core strength”.

Preferably, the apparatus, system and method provides links to thefinalist candidates' resumes, for example in .pdf form, so that theemployer can instantly view and/or print the resumes.

The apparatus, system and method provides instantaneous searching andmatching. Immediately upon entry by the employer of their needs, thesystem conducts its first search to determine how many candidates are inthe found sub-pool. If the employer is satisfied with this number, theemployer authorizes the final matching phase and a “short list” ofqualified candidates is immediately returned. Alternatively, the systemadministrator may choose to have this list returned to the systemadministrator rather than to the employer, so that the administrator cancontact the candidates to confirm their availability before passingtheir names on to the employer.

The apparatus, system and method calculates a normalized score for eachcandidate in the short list, by dividing the candidate's total score(using adjusted values) by the maximum score that is achievable for theposition and multiplied by 100 so the result is expressed as apercentage. In this manner, the candidate's score that is returned tothe prospective employer is relative for the position they are seekingto fill, rather than absolute. Preferably, the apparatus, system andmethod then groups the candidates into normative ranges. For example,the data returned to the employer would indicate that Candidates A and Bscored in the range of 90-100 percent, and Candidate C scored in the85-90 percent range and Candidates D and E scored in the 80-85 percentrange.

Preferably, the apparatus, system and method is also able to perform amarket analysis for the combination of skills requested and return thisinformation to the prospective employer to aid their final selection ofa candidate from the short list. More specifically, the system willtrack the rates being charged by candidates and/or paid by employers forthe combination of skills sought. For a given position, the system andmethod will find analogous positions previously filled to determine themarket rate being charged/paid for such a position. When the systemreturns to the employer a final list of candidates, it will indicatethat in general to obtain a 90% match with the needs identified for theposition, the market price is x, and to obtain an 80% match the marketprice is y, and so forth. In this manner, the employer can compare therates charged by each candidate to market rates to identify thecandidate that offers the best value.

Feedback Processes

The system incorporates a number of feedback processes that arepreferably incorporated into the system and method of the presentinvention.

A feedback process 220 to regulate the number of candidates returned inthe sub-pool is discussed above and illustrated in FIG. 4.

Another feedback process provides information, preferably on a periodicbasis, to candidates about the frequency with which their qualificationsmatch what an employer is looking for. Specifically, this feedbackprocess counts the number of times a candidate turns up in a sub-pool,and how often a candidate ends up in the final selection pool. Thefeedback system may show the candidate that he/she would have beenconsidered for x percent more positions if they had y skill or if theyhad z level of experience in a skill they already possess. Thisinformation can be used by candidates to find out in what ways theirskills are insufficient for the current market, and this will enablethem to tailor their future instruction or training to acquire theskills or experience they are lacking.

In another feedback process, an employer can provide feedback about howa candidate fulfilled his/her responsibilities after a project iscompleted. This information can be used to update or modify the thirdparty assessment of a candidate's skill level in their skills profile.

Although an illustrative version of the apparatus, system and device isshown, it should be clear that many modifications to the device may bemade without departing from the scope of the invention.

What is claimed is:
 1. A method for selecting a candidate for a positionfrom a pool of candidates, comprising the steps of: a) establishing adatabase, said database having a record for each candidate in a pool anda record for a position to be filled by a candidate, wherein eachcandidate record includes a skills list of predefined skills and eachrecord for the position includes a needs list of predefined skillsneeded for the position; b) assigning a priority value score for one ormore skills needed for a position based on the importance of the skillfor the position; c) for each candidate and for each predefined skill,assigning a skill value representing the skill level of the candidatefor predefined skill; d) generating a position-specific adjusted skillscore for any skill in which the candidate's skill level exceeds theskill value assigned by the employer for that skill for that position,said adjusted skill score being determined by adjusting the value of thecandidate skill level such that the candidate skill level does notexceed the priority value needed by the employer; and e) comparingcandidates according to the sum of their skill values, using adjustedskill values for those skills in which the candidate's skill valueexceeds the priority value.
 2. A system for selecting a candidate for aposition from a pool of candidates comprising: a) means for assigning apriority value for one or more skills needed by an employer for aposition based on the importance of the skill to the employer; b) meansfor assigning a skill value for each candidate representing the skilllevel of the candidate for that predefined skill; c) means for adjustingthe value of the candidate skill level for any skill in which thecandidate's skill level exceeds the priority value assigned by theemployer, such that the candidate's skill level does not exceed thepriority value; d) means for comparing candidates based on the sum oftheir adjusted skill values.
 3. A method according to claim 1, furthercomprising the step of: assigning a numerical value to each saidpriority.
 4. A method according to claim 3, wherein said priority isselected from a list including pre-defined choices of “core strength”,“required” or “beneficial”.
 5. A candidate selection apparatus forselecting a candidate from a pool of candidates for a position that anemployer seeks to fill, comprising: a) memory for storing databaserecords including: (i) a candidates table identifying candidates andhaving a self-assessment of that candidate's level of skill in each of aplurality of pre-defined skills; (ii) a pre-defined needs table listinga plurality of skills needed for a position; (iii) a positions table ofinformation identifying one or more positions sought to be filled by anemployer, said positions table having, for each said position, a needsprofile identifying one or more pre-defined skills desired for theposition, the level of skill desired for each selected skill, and thepriority of each selected skill to the position; b) means for receivingdata from candidates about skills possessed and their skill levels forthose skills; c) means for receiving data from an employer about aposition to be filled; d) means for adjusting one or more candidates'skill levels to the maximum allowed for the skill in light of thepriority given for a position; e) means for summing each candidate'sskill levels, using adjusted skill levels for each skill in which acandidate's skill level exceeds the priority value for the position andcomparing the candidates' sums to identify candidates who fit the needsprofile for the position.